Mood state changes have been assessed in endurance sport athletes such as swimmers, distance runners and rowers. However, much less is known about the psychological changes that occur in team sport athletes. The purpose of this study was to assess mood state changes of intercollegiate female volleyball players across a competitive season.

(in English): This diploma thesis deals with an analysis of modern legal state in the context of Hegel's Elements of philosophy of Right. Hegel is presenting an analysis of the concept and phenomenon of state, which is until contemporary times valid. Although his state can be described as a police state, it has a lot in common with contemporary modern legal state. First, in the thesis a brief overview of thinking about the state, consequently Hegel's conception of state is analyzed, and finally these findings are used to point out selected problems of contemporary state and Hegel's conception. Above all it is shown that Hegel's state, as well as contemporary modern legal state, contain in themselves a contradiction - a contradiction between freedom on one hand and state power on the other hand. In contemporary state is this obvious especially on the problematic position of human rights. In this context, it is possible to draw an advice and lesson from Hegel. However, at the end, it is shown that freedom, as well as human rights are not matter of course, and it is necessary to strive for preserving those values, while the state functions could be performed.

Made available in DSpace on 2015-02-24T17:22:21Z (GMT). No. of bitstreams: 1 IgorM_DISSERT.pdf: 1314454 bytes, checksum: a0d4367957a223c043118294a4c07ecf (MD5) Previous issue date: 2011-08-17 / The state has changed over time in order to meet a society with increasingly stringent demands. Techniques of private means begin to be employed in an attempt to overcome the dysfunctions entrenched bureaucracy, making the machine faster. By federal law by the People Management Skills was established as a reference for the administration of Human Resources of the public sector in an attempt to develop professionally servers, based mainly on the three pillars of the model: the knowledge, skills and attitudes. This thesis aims at understanding, in the view of employees, the perceived impacts on the organizational changes occurring in the Department of Administration and Human Resources of the State of Rio Grande do Norte in order to implement a People Management Skills-based. It is a simple case study, characterized by the research during a certain period of time, collecting data in a real environment of an organization, in this case SEARH/RN. The procedures used in collecting data were the literature review, documental research and field research. We used a qualitative approach with exploratory and descriptive approach. Every reform was implemented in the institution and reported from there analyzed the impacts observed by the servers. As a result we observed a considerable advance in institutional activities, mainly relating to physical structure / organizational and human resource policies, with minor advances on labor policies, in much the result of the guiding focus of the reform on SEARH/RN. The impacts in total were more positive than negative and direct paths to improvement in public organizations. Making a general analysis of the modernization program implemented in SEARH/RN, we can conclude that there was a distinct change in all dimensions studied, mostly pointing out positive aspects, and contrary to the opinion of some authors, who claim to be very difficult to implement reforms in public organizations, since they are highly institutionalized environments. What was found was a big organization, with gaps and weaknesses, but with a much larger number of hits and recognition from institutional actors / O Estado vem passando por mudan?as com o intuito de atender uma sociedade com demandas cada vez mais exigentes. T?cnicas do meio privado come?am a ser empregadas na tentativa de sobrepor as disfun??es enraizadas pela burocracia, tornando a m?quina mais ?gil. Atrav?s de lei federal a Gest?o de Pessoas por Compet?ncias foi estabelecida como referencia para a administra??o de Recursos Humanos do setor p?blico, na tentativa de desenvolver profissionalmente os servidores, embasados principalmente nos tr?s pilares do modelo: o conhecimento, as habilidades e atitudes. Esta disserta??o teve por objetivo compreender, na vis?o dos colaboradores, os impactos percebidos diante das transforma??es organizacionais ocorridas na Secretaria de Administra??o e Recursos Humanos do Estado do Rio Grande do Norte com vistas a implementar uma Gest?o de Pessoas baseada em Compet?ncias. Trata-se de um estudo de caso simples, caracterizado pela realiza??o da pesquisa durante um determinado per?odo de tempo, coletando dados em um ambiente real de uma organiza??o, no caso a SEARH/RN. Os procedimentos utilizados na coleta de dados foram ? pesquisa bibliogr?fica, a pesquisa documental e a pesquisa de campo. Foi utilizada uma abordagem qualitativa com enfoque explorat?rio-descritivo. Toda a reforma implementada na institui??o foi relatada e a partir da? analisado os impactos observados pelos servidores. Como resultados foi poss?vel observar um avan?o consider?vel nas atividades institucionais, principalmente relativo a estrutura f?sico/organizacional e pol?ticas de recursos humanos, com avan?os menores relativos as pol?ticas de trabalho, em muito fruto do foco orientador da reforma na SEARH/RN. Os impactos de uma maneira global foram mais positivos do que negativos e orientam caminhos poss?veis para melhoria em organiza??es p?blicas. Fazendo uma an?lise geral do programa de moderniza??o implantado na SEARH/RN, pode-se concluir que, houve uma n?tida mudan?a em todas as dimens?es estudadas, em sua grande maioria apontando aspectos positivos, e contrariando a opini?o de alguns autores, que afirmam ser muito dif?cil implementar reformas em organiza??es p?blicas, por se tratarem de ambientes altamente institucionalizados. O que foi encontrado foi um grande avan?o organizacional, com falhas e pontos negativos, mas com um n?mero muito maior de acertos e reconhecimento por parte dos atores institucionais